This same trend has been observed in university admissions for degree courses, as well as various pressures are forcing grades to award local graduates. Well this basically tells us that we should all be unashamedly elitist in some way namely, being able to differentiate high quality from poor achievements which may include government and academic management. The other option is to provide a supporting base that will indulge to help improve achieve excellence in research and implementation of new efficient policies.
The question is then that how and who will decide what a good level of quality is without basing it on personal attributes or prejudice? And why do we then need to be an elitist? There are various contexts in which one could find himself to be ashamedly elitist in the sense described earlier. For example if we agree that when individuals including government officials, when they need major surgery they should choose a surgeon on merit and dept of knowledge and dexterity rather than intentions.
In the same way so should airline designers and software security agents should do the same. So this proves that certain jobs should be awarded to the elite. There is no harm is debating that people on whose dexterity others will heavily depend on, even their lives sometimes, should be treated with high standards, and while acquiring knowledge they should be provided with teachers and resources of high quality. Scarce resources should definitely be awarded to the elite; this means those individuals that are best qualified to utilize them.
In this case the only consideration is how this group of elite is chosen to run certain government offices. (Heery 344) The other end of the spectrum as we have argued throughout that we don’t need to be elitist, in cases when the resources don’t seem to be scarce or of prominent value, the argument stands of distributing it to all who equally want them. Usually this was the functioning of many universities in Britain. The fact of the matter is that being around family always may not be the best thing. There is definitely a big downside to include family in a business.
Although in government it maybe a little different but for example Sam a president of a very successful company, he was the major contributor are saved the company close to bankruptcy to profitability. Sam at the company was flourishing but he suddenly took off one day and never returned. The crux of this matter wasn’t performance for that matter finance but relationships. Sam had now committed the horrid act of nepotism which broke the back of the whole company. A bond of trust was broken and Sam took away the only chance the company had of being successful.
The president and his relative seemed to be happy but everyone else faced suffering. This new relative of the president that took over was a little passive aggressive and incompetent that basically wasted an entire shift to prove he is more powerful then his superior. Intelligent business executives and entrepreneurs are cautious about the drawbacks of nepotism in contrast to the overall goals of the firm before taking crucial decisions of hiring and promoting employees. All successful family businesses have clearly established rules and guidelines to what is expected from family members.
The aim of this is basically to differentiate between work and pleasure and keeps emotions at home and induces best practices at work. Also when a non family member is hired this individual should be treated in an unbiased manner. (Andrew M. Kamarck 94-96) The word nepotism is derived from the Latin word which is nephew, which has connotation of medieval times. While the matter remains that nepotism usually does vary according to many factors like culture, and nepotism is a very serious issue in the British Government.
Also that many businesses seem to consider this practice unethical, this is basically due to its conflicting nature with British traditional values of fairness. The west has always had legal concerns towards nepotism. Although UK laws do not directly restrict the employment of relatives, about 40 percent of UK companies have polices restricting this practice. Most of these policies came in to existence in the early fifties to prevent hiring incompetent males by existing employees. In the mid sixty and fifty, the same rules were enforced and as women were entering the marketing that were usually on the receiving end of this.
Nepotism is also closely linked to discrimination and issues many other concerns. There is an adequate debate whether employers are indulging in biased preferences for hiring and to add in nepotism can never lead to profitability, including the ethical standards. Around half of the Fortune 500 firms are basically family owned and the success of the firms is basically implicit patronage of nepotism. Even if the company has written down policies, these things may result in complications. For illustration purposes, when dual career marriages came into existence the were more challenges to the nepotism issue.
In this case couples usually fall in love and will eventually get married. In this case couples then decide which spouse will have to quit following company policy and then is this discrimination. (Hardgrave 158-166) The advantages if properly practiced, although it’s hard to believe nepotism can prove to be a true asset, Sharon Nelton suggest, citing the example of the famous Thomas Company. In late nineties they had generations of family workers for the same company and they encouraged nepotism and they resulted in really high levels of motivation and performance and commitment.
I many writers have also presented the viability of the whole nepotism issue. For illustration a sales man relatives will usually have similar traits that may make a representative quite profitable. Recruiting a family member may result at times in a better level of performance and retention. Another example shows us that a contractor that commenced work in the forties. By the nineties his spouse and children were all a part of the company. One of the children had faced certain drawbacks while contacting a client against the senior contractor.
He tackled the situation with tact and diplomacy he absorbed from his father, even though the client disliked him he obtained a huge sale. In the dawn of this century the tides in governments started to revolve around those policies that encouraged the employment of more relatives and spouses. These policies had played a role in improving job satisfaction by combining individual efforts to create a balance in business and professional life. In the broader perspective governments companies largely benefit from hiring family members as in it reduces insurance and health benefits.
Where this brings benefits chances are it can be the cause of disasters. Lines Brothers in UK in the past use to be a highly profitable venture of Triang toys, it converted into a useless company under its next generation leadership, Yale Express another American company was deemed bankrupt with five years of its new generation leaders. The Great Atlantic and Pacific Company were once considered the largest supermarket superstore in the US but went bankrupt yet again when their heirs took over.
Sometimes what nepotism does is, it brings out long underlying family disagreements. In the long it causes companies to loose value and makes it difficult to establish the business and newcomers. (Bindloss 256,287) To be frank Nepotism is not a new phenomenon in the government or business, but it’s of great concern to the world. As the world is now shrinking and globalization is taking center stage it is crucial to understand the cultural variations between different countries towards nepotism.
As time progresses more companies reply on multiple income to improve their standards of living, the ethical aspects of nepotism must be carefully evaluated. The government as it may employ more and more people will promote such feelings. While it is observed that smooth transition of nepotism into a government, there may not be a definitive strategy. However while making this argument nepotism is known to lead to certain amounts of success if applied in proper dosage, or to a mammoth disaster if implemented without consideration and planning.
(Broom 543) Works Cited Andrew M. Kamarck, Andrew M. Kamarck. Economics as a Social Science. Michigan: University of Michigan Press, 2002. Broom, Leonard. Sociology. Indiana: Harper & Row, Harper & Row. Hardgrave, Robert. India: Government and Politics in a Developing Nation. Harcourt, Brace & World, 1970. Heery, Edmund . A Dictionary of Human Resource Management. Oxford University Press, 2001. Joseph Bindloss, Joseph Bindloss. KENYA. Lonely Plane, 2003 Whitaker, Joseph. An Almanack. 3rd. Michigan: University of Michigan, 2007.